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According to USA TODAY , the measure takes aim at any corporate training that makes employees feel discomfort or distress by suggesting that they are responsible for actions “committed in the past by other members of the same race, color, sex or national origin.”

In September 2020, under the first administration of President Donald Trump, a three-member NLRB panel unanimously held that no labor violations occurred.

Higher salaries for new hires could lead to pay compression down the line, and salary discrepancies between in-office and remote positions could also exacerbate pay equity issues as data shows women and BIPOC (Black, indigenous and people of color) employees are more likely to prefer remote or hybrid work.

In 2024, the GAO released a report summarizing public comments submitted to the White House Office of Science and Technology Policy’s request for information regarding use of automated digital surveillance tools to monitor workers and the effects of such surveillance.

Indeed, U.S. women (and women of color more so) have been overrepresented in lower-wage and administrative jobs, losing far more of them than men did, while the burden of domestic caregiving has only made their lives harder during the pandemic.

Asian-American women earn 93 cents for /$1 men make; White women, 83 cents; Black women, 70 cents; and Hispanic women, 65 cents.

Education and Other Total Rewards Offerings While aspects of the fiduciary rule are mostly black and white, understanding workers’ general financial health may fall into more of a gray area for TR professionals.

In doing so, it fell back to its determination and reasoning from that case, which affirmed a lower court’s ruling that: ;The Fair Labor Standards Act (FLSA) provides the DOL the statutory authority to undertake rulemaking to set a minimum salary level and, specifically, to set a minimum salary threshold for white-collar exemptions.; ;Under the FLSA, the agency’s exercise of that authority does not violate constitutional principles.; In initially suing the DOL, Mayfield, citing the Loper Bright and Encino cases, had argued: ;The overtime exemption language spelled out in the FLSA only mentions a worker’s job duties (and not salary thresholds), and; ;Salary should not be a prime determinant in whether a person is exempt from overtime pay requirements.; (In the Encino case, the Supreme Court instructed courts to take a broader view of FLSA exemptions instead of a narrow one.)